DJ Products, Inc.

Today’s headline blared: “Recession officially ends, with trepidation.” Ain’t that the truth! In officially declaring the recession over, the U.S. Commerce Department cited a 3.5% growth in the economy. Encouraging, certainly. Something to cheer about? Apparently Wall Street thought so as the Dow Jones Industrial average shot up nearly 200 points. But the guy or gal on the street? Maybe not so much. The effect seems more psychological than actual. Economists caution that much of the 3.5% increase in gross domestic product was fueled by the government’s Cash for Clunkers program and first-time homebuyers tax credit. Whether those programs have created an unnatural spike in economic growth that can’t be maintained or the economy really is finally throwing off the chill of recession, only time will tell. But until unemployment decreases, most analysts agree we’re not out of the woods yet.

Getting people back to work is the real challenge now. People aren’t going to start buying again — the necessary trigger for real economic improvement — until they have jobs and can stop worrying about keeping food on the table and a roof over their heads. And the jobs won’t be there until American businesses feel comfortable financially. A bit of a vicious circle: consumer purchasing fuels businesses which fuel jobs. Traditionally, small businesses provide the greatest potential for U.S. job growth; so it was interesting to read the results of the American Express OPEN Small Business Monitor bi-annual survey in Manufacturing & Technology eJournal.

Here are some of the survey highlights:

• 51% of manufacturers have a positive outlook, about the same as last year (52%)
• 61% are experiencing serious cash flow difficulties, compared to 47% a year ago
• only 22% plan to hire additional employees, down from 30% six months ago 
• only 36% are planning capital investments, down from 59% in 2008
• 68% think U.S. economic woes are far from over

DJ Products would like to know what you think and how your business is coping with the recession.

You’ve probably heard the old saying, “What doesn’t kill you makes you strong.” Or “No pain; no gain.” Ask anyone who’s been in business a while and they’ll tell you, you learn from your failures. Those who struggle with a new idea, testing and tweaking it through multiple incarnations until they get it right enjoy a sense of accomplishment unknown to those who simply luck into an idea, though not to imply that there’s no joy in the occasional “gift.” Sometimes, but not often, we get it right the first time. Usually, though, success is a matter of hard work and sacrifice. Perhaps that’s what makes success taste so sweet.

Celebrating Failure: The Power of Taking Risks, Making Mistakes and Thinking Big by Ralph Heath (Career Press, 2009, paperback, 191 pages, $9.26 on Amazon.com) is a smart book and a quick read. Heath’s message is to stop punishing mistakes, yours and your employees’, and start learning from them. Emphasize the learning, not the error, and move on. By embracing our failures we strip them of power. As he points out, the people who make mistakes are the same people who succeed.

Trade-Off: Why Some Things Catch On, and Others Don’t by Kevin Maney (Broadway, 2009, hardcover, 217 pages, $15.64 on Amazon.com) explores why some ideas succeed and others fail. Maney contends the magic formula is a combination of targeting your market correctly and staying true to your goal. Many businesses fail because they don’t make the mutually exclusive choice between convenience (low cost + easy use) and fidelity (premium quality + exclusivity). As he notes, a low-end Mercedes won’t sell, nor would a 5-course McDonalds meal.

The bottom line is deciding what need you want to meet and staying true to your game plan. You can’t be all things to all people. Success often comes fastest when you narrow your goal to meet a specific need. That’s been our experience at DJ Products. Our ergonomically designed carts and tugs won’t do everything, but they do a superior job of getting things from point A to point B without straining taxing your workers. Find out more at DJ Products.com.

The first doses of H1N1 vaccine are beginning to be distributed, though in most areas only those at greatest risk are eligible for vaccination. Hopefully, supply levels will soon allow vaccination of the general public. There is concern, however, that vaccinations won’t keep up with spread of the new virus. Businesses are being urged to implement a flu policy and prepare a sick-day plan if Swine Flu hits.

The pervasiveness of H1N1 and fears that it could become more lethal could take a toll on your workforce. The issue isn’t limited to coping with the extra workload caused by sick workers. Sick children or closed schoolscould also keep employees home. Some employees may not have enough sick or vacation days to cover unexpected absences and may report to work sick, spreading infection. Smart employers will consider possible scenarios ahead of time, establish guidelines for employees and managers, educate employees about flu prevention, and advise employees of company policies before the flu strikes.

Local Red Cross and County Health Departments may have educational literature or instructional videos you can use to educate employees. Some also offer employee workshop presentations that can be scheduled at your place of business.

In setting flu policies, health experts suggest considering:

• Encourage employees to get a seasonal flu shot and H1N1 vaccine when it becomes available.   
• Instruct employees to stay home if they’re sick; have managers send home sick employees. 
• The Centers for Disease Control and Prevention recommends waiving policies that require a written doctor’s note in case of illness.
• Prohibiting treats and communal snacks that are not individually wrapped.
• Instruct employees to cough or sneeze into a tissue or elbow, not their hands.
• Make hand sanitizer and tissues available.
• Allow sick employees or those caring for sick children to flex hours or work from home.
• The government is urging businesses to abandon policies that penalize workers for multiple absences.